Research On Career Management Of Key Employees In Changchun VM Company

With China’s economic development,the automotive industry has been one of the important pillars of China’s national economy,and its relevant supporting industrial chain has also been developed at a high speed.However,with the progress of science and technology and the growing improvement of people’s quality,consumers’ demand for the intelligent,electronic car-borne has gradually increased.At present,the development status of the automotive industry is gradually transforming from traditional to intelligent and customized ones.Changchun,as the central city of the Northeast Asian Economic Circle,is a distinguished old industrial base of China and the earliest automotive industrial base of New China.The automotive industry is also increasingly competitive in this process of transformation.The demand for talents is becoming more and more intense,especially for computer related software,hardware,optical structures,displays,and other R＆D talents.Related research has shown that career success has evolved to be a more important factor in career choice than salary.Especially for the main labor force in today’s society,the space for enterprise’s career promotion and the level of skills upgrading training has become key considerations.In the important links of attracting and retaining talents,whether enterprises can provide sufficient organizational investment and organizational development to help employees achieve their career development goals plays a decisive role.Taking career management of key employees of VM Company as the research object,analyzing its current situation,and combining career management related theories,such as career anchor theory,person-post fit theory,motivation theory,etc.by using questionnaire method,this paper analyzes the problems existing in the career development of the key employees of the company at present,and the root causes of them,to solve the problems of current company’s key employees,such as the career development channel is single,promotion process is not standardized enough,training system is not sound,performance evaluations are not transparent enough and other related issues.Then the paper puts forward the corresponding countermeasures,establishes the safeguard measures to ensure that VM company can carry out the key employees’ career management in a long-term and stable way,and ensures that the plan and system can adapt to the change of different stages,which will be updated and adjusted in time.Through the establishment of related programs and systems of the company’s key employees career management,the enhancement of the enterprise’s key employees’ career development space,the expansion of the career development channel,the improvement of the core staff’s ability,the match of the career development needs of key employees at different stages,thus we can make sure that in science and technology,and rapid economic development in the market,the VM Company will maintain an edge in the competition and achieve the staff and enterprises win-win status.